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1.Labour demand forecasting
The demand for employees within the organization needs to be established. This involves determining the numbers and attributes (knowledge, skills, attitudes) of staff that will be needed at any given time.
2. Labour supply forecasting
This involves ensuring that the level of demand of human resource identified above is met, that is, determining the number of people likely to be available from within and outside the organisation.
3.Taking an inventory of the existing workforce
This will involve looking at the number of employees already in existence, that is, their ages, gender, qualifications, skills. It actually measures the degree to which the current human resource is being utilized and if it is meeting the human resource needs.
4.Comparing demand and supply.
This involves comparing human resource requirements with supply to determine its adequacy and inadequacy.
5. Human resource planning action
By bringing together information obtained from all the above stages an analysis of the action required to bridge the gap between the demand forecast and supply forecast is made. This involves putting in place the necessary programs such as recruitment, selection, training and development, use of flexible workforce such as part timers, contract workers, subcontracting, retirements, retrenchment . All these in an attempt to meet human resource requirements.
Jonmhumble answered the question on October 20, 2017 at 06:59
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